PERSONNEL-MANAGEMENT (1).pptx

PERSONNEL
MANAGEMENT
Reporter # 1

I. INTRODUCTION
oEvery educational organization whether formal or
informal is characterized by the interplay of several
variables that are often harnessed to achieve
predetermined objectives.
oAmong the variables include humans, materials,
money, machines, school plants, time and other
resources.

oAll these resources mentioned herein, have
a significant contribution that can make or
limit the progress of the organization.
oHumans constitute part of the most
important factors in school growth and
development.
INTRODUCTION

oIt is the persons who are available in an
organization that controls every other
variable in the organization.
oJust like humans control other variables, they
too, need proper management for improved
productivity and work performance.
INTRODUCTION

II. MEANING OF PERSONNEL
MANAGEMENT
According to Vaghela (2015), it is that phase of management
which deals with the effective control and use of manpower
as distinguished from other sources of power.
It includes planning, organizing, directing and controlling
various operative function of procuring, developing,
maintaining and utilizing a labour force such that the
objectives, for which the company is established are
attained economically and effectively.

MEANING OF PERSONNEL
MANAGEMENT
Prachi (2018) sees personnel management as
the systematic process of obtaining, using and
maintaining a satisfied workforce.
It is a significant part of management
concerned with employees at work and with
their relationship within the organization.

MANAGEMENT
Singh (2012), maintains that personnel
management involves two categories of
functions - planning, organizing,
motivating and controlling which are
common to all managers, including
personnel managers and are performed by
all of them.

MANAGEMENT
Personnel management thus refers to the
process by which the administrators or those
saddled with the responsibility to control an
organization, ensure that proper functions are
performed in order to boost the morale of the
workers and to promote the attainment of
goals and objectives.

MANAGEMENT
For proper administration of
personnel, the manager has to be
conceptually and technically skillful
in the discharge of his or her
administrative duties.

III. FUNCTIONS OF PERSONNEL
MANAGEMENT
•1. Personnel Planning
The organization is saddled with the
responsibility of determining in advance,
the required personnel necessary to
ensure the smooth running of the school
for the attainment of intended objectives.

FUNCTIONS OF PERSONNEL
MANAGEMENT
2. Recruitment
This is the process of searching for prospective
employees and stimulating them to apply for job
vacancies.
Recruitment involves scouting round several
places to seek for suitable candidates.

MANAGEMENT
3. Selection
Selection means searching for the proverbial
needle in the haystack, and a good selection
technique may effectively remove the hay,
but it is critical to be able to recognize the
needle (Gareth, 2005).

MANAGEMENT
4. Placement
Placement refers to a situation where
candidates considered to be qualified by the
selection panel, are assigned jobs that suit
their qualification, interest, and areas of
specialization.

MANAGEMENT
5. Orientation
Orientation is a means of strengthening the
workforce of newly employed personnel to
make them understand their job expectations
and to adapt to the organization's norms,
values, ethics, and conduct.

MANAGEMENT
6. Training and Development Personnel
training involves the process of developing
skills and learning concepts, rules, and
attitudes in order to increase the effectiveness
of workers and improve the standard of job
performance.

MANAGEMENT
7. Compensation
This involves the provision of equitable
and fair pay to employees. It involves the
administration of workers' salaries/wages
and fringe benefits.

MANAGEMENT
8. Integration
All the personnel in the school organization
must be adequately integrated. Integration
refers to the unification of the various persons
available in the various department of the
organization.

MANAGEMENT
9. Job Analysis
Job analysis is a primary tool in personnel
management. In this method, a personnel
manager tries to gather, synthesize and
implement the information available
regarding the workforce in the concern.

MANAGEMENT
a. Job description: is an organized factual
statement of job contents in the form of
duties and responsibilities of a specific job.
b. Job specification is a statement which tells
us minimum acceptable human qualities
which helps to perform a job.

MANAGEMENT
10. Performance Appraisal Performance
appraisal is a careful analysis of all the employee as
well as their duties to determine the extent to which
every employee in the school has carried out his
assigned duties and to determine the strengths,
weaknesses, speed, and efficiency of employees in
performing assigned duties.

MANAGEMENT
11. Job Evaluation
Job evaluation is closely related to
performance appraisal. However, the
difference is in the recipient (personnel or
job).

MANAGEMENT
12. Promotion
Promotion is simply increasing the ranks
of an employee based on their level of
commitment, qualifications obtained, and
years of service.

MANAGEMENT
13. Personnel records management
Personnel records are documents that
contain information which describe
employees or that accounts for the
activities of employees in an organization

MANAGEMENT
14. Personnel relations
Employee relations is one of the most vital
activities in any organization.
It refers to a system where one employee in
an organization relates to another effectively
or in a conflicting manner.

MANAGEMENT
15. Discipline
Discipline is a process of maintaining
standards and bringing to book, any
erring member of the organization that
fails to meet the established standards.

MANAGEMENT
16. Employee Grievance
A grievance is a negative feeling held by an
employee towards another or the organization.
This feeling usually emanates from the
dissatisfaction of a worker or through conflicts
between workers.

MANAGEMENT
17. Personnel health and safety management
Personnel health refers to the health conditions and
safety levels of workers in an organization.
All school managers must ensure that proper and
conducive environment that will promote or maintain
good health of the workers are provided.

IV. IMPLICATIONS OF PERSONNEL
MANAGEMENT FOR THE EFFECTIVENESS OF
THE SCHOOL SYSTEM
Having explored the critical aspect of
personnel management and most importantly,
the functions of personnel management in the
school, it is necessary to state that
administration of personnel management has a
lot of functional implications to the school
system.

MANAGEMENT FOR THE EFFECTIVENESS OF
THE SCHOOL SYSTEM
 It offers the school manager an opportunity
to plan in advance the people he needs to
employ that will be able to carry out skilfully,
the activities of the school to achieve set goals.

MANAGEMENT FOR THE EFFECTIVENESS
OF THE SCHOOL SYSTEM
 Recruitment and selection if done in an
unbiased manner by the government or
other private enterprises provides a
platform for the right people with
appropriate skills to be employed.

 Employees need proper guidance if
they must perform effectively.
This means that it is not out of place for
them to be orientated, trained, retrained as
well as appraised.

 Employees need to be promoted,
remunerated, evaluated, disciplined and
provided with the right tools, as well as
enabling and conducive environment for work
performance if the organization must achieve
its intended objectives.

 Discipline is vital for the school to
shun unacceptable behaviour that
does not conform to standards from
employees.

IV. CONCLUSION
Personnel management is inevitable
because it is as important as the
establishment of the organization itself.
The need for personnel to be managed
by the school, cannot be over-
emphasized.

IV. CONCLUSION
Every educational manager should
understand that the benefits of
personnel management functions are
dependent on the implementation of
these functions during the staffing
process.

IV. CONCLUSION
Therefore, efforts should be made to
perform these functions discussed in
this paper. If adhered to, it can lead any
school/organization to success, goal
attainment and increased productivity.

REFERENCES
[1]. Akpan, C. P. (2011). Fundamentals of School Business Management. Calabar: Primchoice Konsult.
[2]. Bankole, A. (2000), Principles of Personnel Management, Published by Fadec, Ebute-Metta, Lagos
[3]. Gareth R. (2005).Recruitment and selection (2nd ed.). Chartered Institute of Personnel and Development.
[4]. Mbieli, Patrick (2006). Public Administration: A broad view. Nigeria: Megavons (West Africa) Limited
[5]. Prachi J. (2018). Articles on Personel management. Retrieved from
https://www.managementstudyguide.com/personnelmanagement-articles.htm on the 23rd April 2018. 9:29 pm
WAT
[6]. Singh, O. M. (2012). Functions Of Personnel Management. http://www.polyeyes.com/Article/Functions-of-
PersonelManagement on the 23rd of April, 2018. 9:22 pm WAT
 [7]. Vaghela, M. (2015). Importance of personnel management - personnel management theory. London:
Mactoshith Press

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